ian neale, research director [email protected] race at work 2015
TRANSCRIPT
1. What did we do?2. What did we find out?
Today’s presentation
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What did we do?
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Something unique
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How many people completed the survey?
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Who did we hear from?Scotland
1,610 North East
916470North West
1,969
Yorkshire andthe Humber
1,517East Midlands
1,410West Midlands
1,769East of England
1,486London
6,388South East
3,823
South West
2,162
Wales
893
Northern Ireland
Private sector: 12,072 Public sector: 10,313Third sector: 1,334
Male: 11,096Female: 13,357
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Who did we hear from?
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What did we find out?
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Job satisfaction
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Employees are generally happy in their organisation – with BAME employees more so
65% of employees from a BAME background enjoy working for their
organisation, compared with 61% of white employees
I would tell my friends & family this is a good place to work
I enjoy working for my organisation
I can be myself at work
NeitherAgree Disagree
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Levels of enjoyment at work are broadly consistent across ethnic groups
Other ethnic groups (=141)
Black (n=667)
Asian (n=1378)
Mixed race (n=749)
BAME (n=2935)
White (n=2891)
50% 55% 60% 65% 70% 75% 80%
65%
63%
67%
63%
65%
61%
All agreeing with the statement “I enjoy working for my organisation”
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BUT there are notable levels of dissatisfaction & despondency
A third (33%) say their career has failed to meet their expectations
Highest among Black African (45%)
and Black Caribbean (40%)
employees
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Less than half of employees are satisfied with how their career has developed to date (47%), leaving one in five (22%) dissatisfied
Other ethnic groupsOther black backgrounds
Black CarribeanBlack African
Other Asian backgroundsChinese
BangladeshiPakistani
IndianMixed race
BAME White
0% 10% 20% 30% 40% 50% 60%22%
47%29%
24%49%
14%34%
16%17%
24%
22%21%
All answering ‘dissatisfied’ with how their career has developed to date
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While a majority feel included and valued some have concerns about progression and autonomy in their role
• Four out of ten (36%) disagree that managers treat all people
equally with regards to career progression
• A quarter (24%) don’t feel their organisation gives them the
opportunity to show initiative
• 65% feel included in their team
• 62% feel valued
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Workplace cultures
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Racial harassment and bullying within workplaces is prevalent
More than a quarter (28%) of all BAME employees witnessed or
experienced racial harassment or bullying from managers in the last
5 years
32% of BAME employees have witnessed or experienced racial harassment from colleagues in the last five years
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Survey respondents by ethnic group who stated they had experienced or witnessed racial harassment or bullying from Managers in the last 5 years
White BAME Mixed race Asian Black Other ethnic groups
0%
5%
10%
15%
20%
25%
30%
35%
17%
28%25%
29% 30%
20%
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Racist harassment or bullying at work is not a thing of the past
Mixed race
Asian
Black
Other ethnic groups
White
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
30%
28%
32%
26%
31%
25%
25%
25%
33%
22%
32%
26%
29%
21%
28%
13%
21%
15%
20%
19%
In the last year 1 or 2 years ago 3 to 5 years ago Can’t remember
Three out of ten employees (30%) reported this happening in the last year
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UK workplaces are less comfortable talking about race than they are about other issues, such as age and gender
Around four in ten employees (37%) say colleagues are comfortable talking about race in the workplace
42% of white employees report
this compared with 34% of employees from a BAME background
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33%
35%
33%
‘Yes’‘No’
‘Not sure’
Organisation support for employees around equality, diversity and fairness issues is not always there
55%21%
25%
‘Yes’‘No’
‘Not sure’
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Opportunity at work
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BAME employees place greater importance on career progression than white employees
• BAME groups show more ambition than those from a white background - 64% BAME groups agree it is important to progress compared to 41% of white employees
Other ethnic groupsOther black backgrounds
Black CarribeanBlack African
Other Asian backgroundsChinese
BangladeshiPakistani
IndianMixed race
BAMEWhite
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%53%
64%60%
83%63%
57%59%
66%65%
61%
64%41%
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Interest in taking part in a fast track programme is significantly higher among BAME groups, jumping from 18% of white employees who would take part to 40% of BAME employees.
BAME employees have greater interest in fast track programmes
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But….
• Over a quarter (26%) of employees feel they have been overlooked for a promotion in their current role, with it taking an average of three years to gain promotion (2.83 years)
• Employees from BAME groups are significantly more likely to feel they have been overlooked for a promotion (30%) than white employees (23%)
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Employees told us that racial discrimination is one of a number of reasons why they have been overlooked for a promotion
• Racial discrimination is one of the common reasons given for having been overlooked for promotion, in addition to favouritism, personal contacts favoured above internal candidates and prejudice on the basis of gender or age.
“Age and possibly gender, possibly …race "blindness" - not active
discrimination, but just propensity to look at young white people as
having potential, rather than others.” –
Female, 54, White and Black Caribbean
“My skin colour, my accent the way I speak”
Male, 44, Other Asian background
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Aspiration, inspiration and support
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Many aren’t inspired by their management but where used mentors are appreciated in a positive manner
Just three in ten employees aspire to be like their line manager (28%), or senior managers (27%) in their organisation
BAMEWhite
BAMEWhite
BAMEWhite
65%51%
70%67%
68%60%
My mentor actively tells me about opportunities for development that are
relevant to my career aspirations
My mentor actively supports me within the organisation
Having access to a mentor helps me achieve what I want
One in five employees (20%) have a mentor
One in ten employees (10%) have a sponsor
These figures are higher among BAME groups, where 28% have a mentor and 15% a sponsor
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There is more data to deliver greater insight
